MGT 435 Week 2 DQ 2 Change Models (Ash)

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Change Models. Select and compare two of the following change models: environment-industry-organization contingency, organizational life-cycle, action research model, eight-step approach, appreciative inquiry. Identify the pros and cons of the two models you selected. Review several of your peers’ posts. Discuss any similar or opposing perspectives you have, with at least two of your peers. Take care to be professional and polite even if your beliefs or viewpoints differ.

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Prepare a 1,750-to 2,050-word document in which you create a representation of actual sections of an employee handbook
Note. The handbook must be original student content and work.
In addition to describing the company to which the employee handbook applies, also address the issues of privacy, employee or applicant testing, and performance evaluations in the global workplace. This assignment must include, but is not limited to, the consideration of the following questions in drafting your handbook sections:
What privacy rights issues must be addressed?
What must the company’s position be in response to privacy rights issues?
How do your privacy protections limit the company’s liability?
How do your privacy protections enhance employee motivation and productivity?
How would your responses to the previous components differ if this was a public sector employer?
What are some ethical considerations involved in the design of this section?
What legal considerations must be made as you design your employee testing policies, particularly as you consider the different specific testing that might be done?
What ethical considerations must be made relative to your testing policies?
What legal considerations must be made as you design your performance evaluation section?
What ethical considerations must be included in your determinations as to the design of the performance evaluation section?

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Happy Trails, LLC. is a medium-sized independent living home, a for-profit facility located in a suburban environment. Due to traffic and road congestion, this eldercare facility is the most convenient independent living home near the city. Independent living homes in the city offer many of the same services as Happy Trails, but are more expensive. The elderly may go to a several hospitals for acute health care issues.
In a response to the changing economy and patient access from the suburban areas to the city, Happy Trails has taken some measures to compete, become more attractive, and build on its long-term care for patients in the surrounding areas. It has reduced overtime allotments of its seasoned patient care staff, and has terminated several registered nurses. As the registered nurses leave Happy Trails, they are replaced by Licensed Practical Nurses (LPNs), who receive lower compensation and fewer benefits.
The health care facilities in the city are unionized and are well represented by an experienced union business agent. The union has recently negotiated superior wages and benefits at the independent living homes in the city.

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Under what circumstances is it legal, advisable, or ethical to engage in the following practices:
Require pre offer medical examinations of some applicants and not others
Require post-offer, preemployment medical examinations of some applicants and not others
Retain information generated by medical and preemployment testing in each applicant's general personnel file

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What are some of the constitutional protections of privacy? What privacy rights are afforded to public and private sector employees? How might privacy rights be waived?

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What are some of the performance evaluation methods? How might these methods be perceived as discriminatory? How might employers ensure that their performance evaluation process is nondiscriminatory? What might employers do to help encourage fairness in performance evaluation?

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Describe the range of testing that is allowed in the workplace. What are some of the limitations of workplace testing? What are some of the limitations of preemployment testing? What are some of the potential pitfalls for management? What might management do to avoid the pitfalls?

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Resource: Preventing Workplace Discrimination Simulation
Complete the simulation Preventing Workplace Discrimination found on the student web page for Week Three and answer the following questions:
What are some measures a company may take to reasonably accommodate people with disabilities, or those with a known drug abuse problem, and how does the simulation demonstrate these?
Should factors like personality, attitude toward work, and future upward mobility be considered when hiring? Explain why or why not. How does the simulation demonstrate these?
Can Title VII override the employment environment and conditions detailed in a written employment contract between an employer and an employee? Explain why or why not. How does the simulation demonstrate this?

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What types of employers must comply with affirmative action? How might affirmative action implementation conflict with EEO compliance? How might affirmative action be a positive force in the workplace? Provide an example.

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What are the rights protected under affirmative action? Are the rights of white males protected under affirmative action? Explain why or why not. Provide an example Does affirmative action require the meeting of quotas? Explain why or why not.

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Prepare a 1,050- to 1,750-word paper in which you identify and analyze the policy differences of one of your team's organizations. Address the treatment of the following:
Regular employees versus temporaries or independent contractors
Exempt employees versus nonexempt employees
Include a discussion on how the employer of a team member responds to its state's laws relating to employment-at-will. Include the manner in which they ensure that any exceptions to employment-at-will existing in their state are addressed.
Formatyou paper consistent with APA guidelines.

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Determine which of the following statements are legitimate BFOQs. If you determine something is not a legitimate BFOQ, what would have to be changed in the statement to make it a legitimate BFOQ?

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What is meant by the term glass ceiling? Who is affected by it? Provide an example. Is this a form of gender discrimination? What might companies do to help break the glass ceiling?

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John is an employee in a private sector organization. He wants to file a discrimination complaint against his employer.
Resources: EEOC website at http://www.eeoc.gov and the U. S. Court System website at http://www.uscourts.gov .Search with the key words litigation process, mediation process, and dispute resolution.
Prepare a 700- to 1,050-word paper in which you analyze and explain the following discrimination complaint and civil litigation processes as it would potentially apply to John and his employer. In your paper, explain in detail how the complaint begins with the Equal Employment Opportunity Commission (EEOC) and proceeds through the civil litigation process from the state level up to the U. S. Supreme Court. Include a discussion on other relevant aspects addressing discrimination complaints and disputes in the workplace.
Format your paper consistent with APA guidelines.

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What are the advantages and disadvantages for both employers and employees of resolving disputes through ADR? Why would a company have an employee sign a commitment to resolve disputes through ADR? What other methods exist for resolving disputes? Provide an example.

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Can your company legally change your job responsibilities, reduce your salary, or assign you to a different department? Explain why or why not. Provide an example. What are the potential legal considerations for the employer in the event of such changes?

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The employer makes the employee’s life miserable and the employee quits. What is this called? Is it legal? Does the employer’s burden of proof change between constructive and wrongful discharge? Provide an example.